중장년 근로자에 대한 기업체의 채용장벽인식과 채용의도의 관계에서 조직문화의 조절효과

The purpose of this study was to analyze the moderating effect of organizational culture in the relationship between the perception of employment barriers and employment intention recognized by corporate officials. To this end, a survey was conducted for HRD managers or representatives of businesses located in Seoul. Finally, 400 copies of data were used for analysis. Descriptive statistics, correlation analysis and regression analysis were used, and SPSS 25 were used. The main conclusions drawn through the study are as follows: First, the employment intention of the company for the middle-aged was 2.93 and there were significant difference by industry and employment experience. Second, the perception of barriers to employment of middle-aged and senior citizens had a significant negative effect on employment intentions. Third, innovation- oriented culture and relationship-oriented culture had a significant influence on middle-aged employment intention. Specifically, innovation-oriented culture had a negative effect on middle-aged employment intention, whereas relation-oriented culture had a positive effect on middle-aged employment intention. Fourth, the relationship-oriented culture had a significant moderating effect in the relationship between the perception of the employment barrier and the employment intention of the middle-aged. The implications of the study are as follows: First, it is necessary to provide differentiated support for re-employment for the middle-aged considering the corporate culture and industry. Second, it is necessary to have a variety of support systems that can lower the employment barriers of companies in order to revitalize the re-employment of the middle-aged.